Diversity at RCP

I have had no issues with diversity in the office.

Pretty standard nothing above and beyond what is required of the modern company.

RCP focuses hard on having good diversity.

RCP's commitment to diversity is immense, celebrating diversity events such as International Women's Day, Pink Shirt Day, and many other events prioritizing different communities and minorities. RCP implements maternity leave and child care policies, with a significant amount of anti-bullying and diversity program's.

Diversity seems fine with the limited time I have been here. It seems women are treated the same. A new maternity leave policy has just been issued which is nice to see.

RCP has recently brought in a parental leave policy which is a great step towards inclusion and I like that they made it open to each parent and not just mothers. I really enjoy and appreciation the women's forum, however I think RCP has a long way to go in terms of gender diversity. It was announced recently that the first woman was appointed to the board but I don't really see that as a win, considering RCP has been in business for 25 years. I think that RCP should create and publicly publish a gender pay gap report to hold accountability to themselves and drive themselves to close it. I think they should provide free menstrual products in all offices, and I think RCP should introduce a menstrual leave policy. RCP talks about being an industry leader, so lead the industry and be the first Construction/Property company in NZ to support your women with menstrual leave. We have a gender imbalance in the industry so I think that RCP could do more to encourage women to apply and enter. They could make their association with NAWIC more public or involve themselves with them more. They could hold women only recruitment events etc. In terms of minorities, I don't see much happening but there seems to be some involvement with Māori and Pasifika. I enjoy the Te Reo learning opportunities. For LGBTQIA+, I hear and see nothing to do with this.

Wide range of people from different ethnicities and gender. There is a high staff turn over (in the time that I've been working) - may be linked to the junior staff heading off on OEs. Maternity/paternity policy has recently been introduced. 'Women in Leadership' sessions have been set up to assist in career development and to help navigate a male dominated industry.